People Operations Director
Reporting Location: Chicago - 345 North Morgan
Workplace Type: Hybrid
ABOUT US Morgan Street Holdings is a privately owned enterprise with a diverse portfolio of operating companies, including HAVI Supply Chain, tms, Stanley and Continental. Our operating companies offer best-in-class sourcing and supply chain capabilities, brand-defining and marketing and promotion services, innovative consumer products, and dining and refreshment food solutions.
Morgan Street Holdings employs over 10,000 people and serves 300+ customers across the globe.
WHY WORK HERE? At Morgan Street Holdings, we are proud to make moments that matter every day for our people and our customers. We do this through living our Morgan Street Holdings’ values:
Do What’s Right
Respect and Value All
Think Big Together
Elevate our Customers and People
Our commitment goes beyond the written word; we bring these values to life every day, lighting our path and shaping our decisions and actions with unwavering purpose. Join us in experiencing the true essence of Morgan Street Holdings where our values are not just written, but lived.
We support our people with competitive pay, benefits, and flexibility, and strongly emphasize a growth mindset for achieving personal and career growth while at Morgan Street Holdings.
WHAT YOU WILL BRING TO THE ORGANIZATION The Head of Global HR Operations is a senior leader responsible for designing, scaling, and continuously improving HR operational excellence across a global organization. This role oversees end-to-end HR operations, ensuring consistent, compliant, and high-quality employee experiences worldwide while enabling growth through automation, data, and technology.
This leader is pragmatic, curious, and growth-minded—someone who balances strategic vision with hands‑on execution, solves complex problems with clarity, and relentlessly improves how HR operates at scale.
WHY THIS ROLE MATTERS Global HR Operations Leadership
Lead and scale global HR operations across regions, ensuring consistency while respecting local requirements and cultural nuances
Own core HR operational processes including employee lifecycle management, HR service delivery (standing up a tiered system of service), case management, policy administration, and data governance
Partner closely with regional HR leaders to ensure seamless global‑local execution
Take end‑to‑end ownership of HR operational priorities and initiatives, proactively identifying what needs to be done and driving work forward
Process Excellence & Continuous Improvement
Drive a culture of continuous improvement, using data, root‑cause analysis, and employee feedback to simplify and optimize HR processes
Identify operational inefficiencies and design pragmatic, scalable solutions
Establish and track KPIs and SLAs to measure service quality, speed, and effectiveness
Partner with HR technology with a strong focus on automation and self‑service
Leverage AI, workflow automation, and digital tools to improve accuracy, speed, and employee experience
Ensure HR systems are integrated, scalable, and fit for future growth
Problem Solving & Execution
Act as a hands‑on problem solver for complex operational challenges, from global process gaps to urgent people issues
Translate ambiguity into clear, actionable plans
Balance speed and rigor, knowing when “good enough” is better than perfect
Ensure global HR operations comply with employment laws, data privacy regulations, and internal controls
Partner with Legal, Finance, and Risk to manage compliance, audits, controls, and policy adherence
Own global people data strategy, governance, and operational reporting across HR systems
Ensure data accuracy, consistency, and reliability across regions, enabling confident decision‑making
Lead the development of scalable people analytics dashboards and reporting for HR and business leaders
Translate people data into actionable insights that improve workforce planning, operational efficiency, and employee experience
Partner with Finance, IT, and Business leaders to align people data with business metrics
Embed analytics into day‑to‑day HR operations, moving from reactive reporting to proactive insight
Build, lead, and develop a high‑performing global HR operations team
Foster curiosity, accountability, and ownership within the team
Create clear career paths and capabilities aligned to a modern, tech‑enabled HR function
Qualifications & Experience
10+ years of progressive HR experience, with significant leadership experience in global HR operations
Demonstrated success leading HR operations across multiple regions and complex regulatory environments
Strong track record of process redesign, automation, and HR technology transformation
Experience scaling HR operations in high‑growth or transforming organizations preferred
Demonstrated experience leading People Data, HR analytics, or workforce reporting at a global scale
Experience leveraging analytics to drive operational decisions and continuous improvement
Skills & Attributes
Pragmatic and solutions‑oriented : Focused on what works, not just what’s ideal
Curious and growth‑minded : Constantly learning, experimenting, and improving
Continuous improvement focused : Naturally sees opportunities to simplify and optimize
Strong problem solver : Comfortable navigating ambiguity and complexity
Tech‑forward : Passionate about automation, data, and modern HR platforms
Executive communicator : Able to influence senior leaders with clarity and credibility
Why This Role Matters This role is central to enabling a world‑class employee experience and supporting global growth. The Head of Global HR Operations ensures HR is not just efficient, but scalable, future‑ready, and deeply aligned with the needs of the business.
Operational Excellence
Standardized and documented core HR operational processes across all regions, with clear global ownership and local execution models
Measurable improvements in HR service delivery (e.g., reduced cycle times, increased first‑contact resolution, improved SLA attainment)
Improved data accuracy and consistency across HR systems globally
Successful implementation or optimization of key HR technologies (e.g., HRIS, case management, workflow automation, employee self‑service)
Reduction in manual HR transactions through automation and digitization
Increased employee and manager adoption of self‑service tools, reflected in usage metrics and satisfaction scores
Employee & Stakeholder Experience
Improved employee experience scores related to HR services (e.g., ease of use, responsiveness, clarity of processes)
Positive feedback from business leaders on HR operational effectiveness and reliability
Clear escalation paths and issue resolution models in place and working effectively
Establishment of a continuous improvement framework (KPIs, dashboards, regular review cadences) used consistently by the HR operations team
Demonstrated ability to scale HR operations to support business growth, acquisitions, or geographic expansion without degradation of service quality
Tangible simplification of policies, processes, or tools that reduces complexity for employees and managers
Strong audit outcomes with no material findings related to HR operations, data privacy, or controls
Consistent global compliance practices in place, with improved visibility and risk management
High engagement and retention within the HR operations team
Clear operating model, roles, and career paths established for the global HR operations function
Trusted advisor status with the CHRO and senior HR leadership, evidenced by inclusion in strategic decision‑making
People Data & Analytics Impact
Established a clear global people data governance model, including ownership, standards, and quality controls
Significant improvement in people data accuracy, completeness, and timeliness across regions
Delivery of standardized, trusted people analytics dashboards used regularly by HR and senior leaders
Reduced manual reporting and ad hoc data requests through automation and self‑service analytics
Clear linkage between people data insights and operational or workforce decisions (e.g., attrition trends, capacity planning, process bottlenecks)
Decision Enablement & Insight
HR and business leaders report increased confidence in people data used for decision‑making
Proactive identification of workforce risks and opportunities through analytics rather than reactive reporting
Analytics embedded into regular business and HR operating rhythms (e.g., QBRs, talent reviews, planning cycles)
Starting salary between $170,000-$185,000
Our total rewards philosophy integrates programs for compensation, benefits, recognition, learning and development, corporate culture, corporate citizenship and work‑life balance. While individual program components may differ by country, some things remain constant:
Our commitment to rewarding results
Opportunities to work with talented and driven individuals at every level of our company who respect each other, treat each other fairly and hold one another accountable for our customers—and our company’s—success
Generous medical, dental, vision and other great benefits
Paid parental and medical leave programs
401(k) with a company match component and profit sharing
15 days of paid time off plus company holidays
Tuition reimbursement and student loan repayment assistance
Inclusive employee resource groups
EQUAL OPPORTUNITY EMPLOYER We are an equal opportunity employer, and we value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.
RECRUITING AGENCIES MSH does not accept agency resumes submitted by third‑party vendors unless a valid agreement has been signed and the tms Talent Acquisition Team has granted authorization for submissions for a specified position. Please do not submit or forward resumes to our site, tms employees, or any other company location. MSH is not responsible for any fees related to unsolicited resumes.
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Workplace Type: Hybrid
ABOUT US Morgan Street Holdings is a privately owned enterprise with a diverse portfolio of operating companies, including HAVI Supply Chain, tms, Stanley and Continental. Our operating companies offer best-in-class sourcing and supply chain capabilities, brand-defining and marketing and promotion services, innovative consumer products, and dining and refreshment food solutions.
Morgan Street Holdings employs over 10,000 people and serves 300+ customers across the globe.
WHY WORK HERE? At Morgan Street Holdings, we are proud to make moments that matter every day for our people and our customers. We do this through living our Morgan Street Holdings’ values:
Do What’s Right
Respect and Value All
Think Big Together
Elevate our Customers and People
Our commitment goes beyond the written word; we bring these values to life every day, lighting our path and shaping our decisions and actions with unwavering purpose. Join us in experiencing the true essence of Morgan Street Holdings where our values are not just written, but lived.
We support our people with competitive pay, benefits, and flexibility, and strongly emphasize a growth mindset for achieving personal and career growth while at Morgan Street Holdings.
WHAT YOU WILL BRING TO THE ORGANIZATION The Head of Global HR Operations is a senior leader responsible for designing, scaling, and continuously improving HR operational excellence across a global organization. This role oversees end-to-end HR operations, ensuring consistent, compliant, and high-quality employee experiences worldwide while enabling growth through automation, data, and technology.
This leader is pragmatic, curious, and growth-minded—someone who balances strategic vision with hands‑on execution, solves complex problems with clarity, and relentlessly improves how HR operates at scale.
WHY THIS ROLE MATTERS Global HR Operations Leadership
Lead and scale global HR operations across regions, ensuring consistency while respecting local requirements and cultural nuances
Own core HR operational processes including employee lifecycle management, HR service delivery (standing up a tiered system of service), case management, policy administration, and data governance
Partner closely with regional HR leaders to ensure seamless global‑local execution
Take end‑to‑end ownership of HR operational priorities and initiatives, proactively identifying what needs to be done and driving work forward
Process Excellence & Continuous Improvement
Drive a culture of continuous improvement, using data, root‑cause analysis, and employee feedback to simplify and optimize HR processes
Identify operational inefficiencies and design pragmatic, scalable solutions
Establish and track KPIs and SLAs to measure service quality, speed, and effectiveness
Partner with HR technology with a strong focus on automation and self‑service
Leverage AI, workflow automation, and digital tools to improve accuracy, speed, and employee experience
Ensure HR systems are integrated, scalable, and fit for future growth
Problem Solving & Execution
Act as a hands‑on problem solver for complex operational challenges, from global process gaps to urgent people issues
Translate ambiguity into clear, actionable plans
Balance speed and rigor, knowing when “good enough” is better than perfect
Ensure global HR operations comply with employment laws, data privacy regulations, and internal controls
Partner with Legal, Finance, and Risk to manage compliance, audits, controls, and policy adherence
Own global people data strategy, governance, and operational reporting across HR systems
Ensure data accuracy, consistency, and reliability across regions, enabling confident decision‑making
Lead the development of scalable people analytics dashboards and reporting for HR and business leaders
Translate people data into actionable insights that improve workforce planning, operational efficiency, and employee experience
Partner with Finance, IT, and Business leaders to align people data with business metrics
Embed analytics into day‑to‑day HR operations, moving from reactive reporting to proactive insight
Build, lead, and develop a high‑performing global HR operations team
Foster curiosity, accountability, and ownership within the team
Create clear career paths and capabilities aligned to a modern, tech‑enabled HR function
Qualifications & Experience
10+ years of progressive HR experience, with significant leadership experience in global HR operations
Demonstrated success leading HR operations across multiple regions and complex regulatory environments
Strong track record of process redesign, automation, and HR technology transformation
Experience scaling HR operations in high‑growth or transforming organizations preferred
Demonstrated experience leading People Data, HR analytics, or workforce reporting at a global scale
Experience leveraging analytics to drive operational decisions and continuous improvement
Skills & Attributes
Pragmatic and solutions‑oriented : Focused on what works, not just what’s ideal
Curious and growth‑minded : Constantly learning, experimenting, and improving
Continuous improvement focused : Naturally sees opportunities to simplify and optimize
Strong problem solver : Comfortable navigating ambiguity and complexity
Tech‑forward : Passionate about automation, data, and modern HR platforms
Executive communicator : Able to influence senior leaders with clarity and credibility
Why This Role Matters This role is central to enabling a world‑class employee experience and supporting global growth. The Head of Global HR Operations ensures HR is not just efficient, but scalable, future‑ready, and deeply aligned with the needs of the business.
Operational Excellence
Standardized and documented core HR operational processes across all regions, with clear global ownership and local execution models
Measurable improvements in HR service delivery (e.g., reduced cycle times, increased first‑contact resolution, improved SLA attainment)
Improved data accuracy and consistency across HR systems globally
Successful implementation or optimization of key HR technologies (e.g., HRIS, case management, workflow automation, employee self‑service)
Reduction in manual HR transactions through automation and digitization
Increased employee and manager adoption of self‑service tools, reflected in usage metrics and satisfaction scores
Employee & Stakeholder Experience
Improved employee experience scores related to HR services (e.g., ease of use, responsiveness, clarity of processes)
Positive feedback from business leaders on HR operational effectiveness and reliability
Clear escalation paths and issue resolution models in place and working effectively
Establishment of a continuous improvement framework (KPIs, dashboards, regular review cadences) used consistently by the HR operations team
Demonstrated ability to scale HR operations to support business growth, acquisitions, or geographic expansion without degradation of service quality
Tangible simplification of policies, processes, or tools that reduces complexity for employees and managers
Strong audit outcomes with no material findings related to HR operations, data privacy, or controls
Consistent global compliance practices in place, with improved visibility and risk management
High engagement and retention within the HR operations team
Clear operating model, roles, and career paths established for the global HR operations function
Trusted advisor status with the CHRO and senior HR leadership, evidenced by inclusion in strategic decision‑making
People Data & Analytics Impact
Established a clear global people data governance model, including ownership, standards, and quality controls
Significant improvement in people data accuracy, completeness, and timeliness across regions
Delivery of standardized, trusted people analytics dashboards used regularly by HR and senior leaders
Reduced manual reporting and ad hoc data requests through automation and self‑service analytics
Clear linkage between people data insights and operational or workforce decisions (e.g., attrition trends, capacity planning, process bottlenecks)
Decision Enablement & Insight
HR and business leaders report increased confidence in people data used for decision‑making
Proactive identification of workforce risks and opportunities through analytics rather than reactive reporting
Analytics embedded into regular business and HR operating rhythms (e.g., QBRs, talent reviews, planning cycles)
Starting salary between $170,000-$185,000
Our total rewards philosophy integrates programs for compensation, benefits, recognition, learning and development, corporate culture, corporate citizenship and work‑life balance. While individual program components may differ by country, some things remain constant:
Our commitment to rewarding results
Opportunities to work with talented and driven individuals at every level of our company who respect each other, treat each other fairly and hold one another accountable for our customers—and our company’s—success
Generous medical, dental, vision and other great benefits
Paid parental and medical leave programs
401(k) with a company match component and profit sharing
15 days of paid time off plus company holidays
Tuition reimbursement and student loan repayment assistance
Inclusive employee resource groups
EQUAL OPPORTUNITY EMPLOYER We are an equal opportunity employer, and we value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.
RECRUITING AGENCIES MSH does not accept agency resumes submitted by third‑party vendors unless a valid agreement has been signed and the tms Talent Acquisition Team has granted authorization for submissions for a specified position. Please do not submit or forward resumes to our site, tms employees, or any other company location. MSH is not responsible for any fees related to unsolicited resumes.
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